Advocate | Summer 2013

the magazine from the uk’s leading employee benefits advisory

advocate

visit us on your smartphone advogroup.co.uk

summer 2013 | issue#6 | advogroup.co.uk

microsoft first female chief financial officer is appointed page 36

advo group an insight into the chinese healthcare system page 44

mind

exclusive interview with mind’s chief executive, paul farmer page 06 ‘60% of workers surveyed said if their employer took action to support the mental wellbeing of all staff, they would feel more loyal’

advogroup.co.uk | editor’s note

meet the team at advo group larry bulmer chief executive lbulmer @advogroup.co.uk

chris mc cracken Director, marketing & retail cmccracken @advogroup.co.uk colin boxall Director, commercial cboxall @advogroup.co.uk kevin crew director advo sis kcrew @advogroup.co.uk yvette butterworth corp relationship manager ybutterworth @advogroup.co.uk sharon harwooddavis corp development manager sharwood-davis @advogroup.co.uk emma shaw retail manager

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we are bringing you an exclusive and in-depth interview with Paul Farmer, Chief Executive at Mind. Mind has fully established itself as the leading mental health charity in England and Wales

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Editor’s note Welcome to the Summer 2013 edition of Advocate magazine bought to you by ADVO Group.

In this edition we are bringing you an exclusive and in-depth interview with Paul Farmer, Chief Executive at Mind. Mind has fully established itself as the leading mental health charity in England and Wales. In our interview we get a fascinating insight into Mind’s ‘Taking Care of Business’ campaign which, as Paul puts it “aims to highlight the benefits of promoting, and the costs of neglecting, mental health in the workplace”.

We are also bringing you an excellent article from ADVO’s Colin Boxall, reporting on his recent experience as a patient in a chinese hospital and the consequential comparison to the UK’s often highly revered National Health Service. Colin poses the hotly debated questions of ‘is the Chinese system better’ and ‘should it be adopted in the West?’

We also look at the latest fascinating research from Legal & General which looks at current levels of job security. It was discovered that over three quarters, (76%) of private sector workers’ say that they are confident in their job security compared with under three quarters, (73%) of those working in the public sector showing a lack of confidence being prevalent in the public sector.

In addition, we have a huge range of articles looking at the biggest current issuers in occupational health and human resources. For example, whether exercise can save the economy, what type of issues cause most employment resignations, the modern work-life balance as its detrimental affect on our lives and much more.

eshaw @advogroup.co.uk

gill mateo operations director gmateo @advogroup.co.uk

chris fiander marketing manager cfiander@advogroup.co.uk

advogroup.co.uk | who we are

advo group who we are and what we do...

Advocate magazine is produced by ADVO Group

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Advocate Magazine is produced by ADVO Group and published quarterly.

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ADVO Group Ltd is a mid-sized independent employee benefits advisory with a broad-based clientele. Our objective is to be seen as the UK’s most trusted adviser on employee benefits solutions.

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advocate spring 2013 | advogroup.co.uk | 03

advogroup.co.uk | contents

contents issue#6 summer 2013 occupational health Page 06

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Exclusive interview with Paul Farmer, CEO, Mind

Page 12

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Could exercise save the economy?

Page 14

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Walking to work makes you happier

Page 16

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Personal issues such as stress top lists for reasons to leave employment

Page 18

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Are smartphones giving employees information overload?

Page 20

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All work and no play is damaging family life

human resources Page 24

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Former Apprentice winner loses constructive dismissal claim against Lord Sugar

Page 26

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Exclusive interview with Jason Ransted, Managing Director, Radcliffe & Newlands

Page 30

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Yahoo! CEO Marissa Mayer is back in the headlines again

Page 32

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Legal & General’s Job Security Index shows that public sector workers are the least confident

Page 34

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Most employers still plan to hire rather than fire according to latest research

Page 36

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Microsoft appoints first female Chief Financial Officer

Page 38

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Employers missing an opportunity as staff demand greater financial security

Page 40

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How financial education can improve your bottom line

Page 44

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ADVO Group’s Colin Boxall guest writes on his recent visit to one of China’s hospitals

other advo group news Page 46

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ADVO Group’s Nadiya Hasan writes on increasing need for Cash Plans

Page 48

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“71% of decision makers within companies agree that dental insurance plans enhance employee wellbeing”

advocate spring 2013 | advogroup.co.uk | 04

exclusive page 08 interview with paul farmer, ceo, mind exclusive interview pagesummerville 06 fiona rs occupational health

advogroup.co.uk | contents

an insight into the chinese healthcare system page 44

microsoft’s first female cfo page 36 public sector workers are the least confident page 32

page 26 exclusive interview with jean crew advocate spring 2013 | advogroup.co.uk | 05

advogroup.co.uk | exclusive interview with paul farmer, ceo, mind

advocate spring 2013 | advogroup.co.uk | 06

advogroup.co.uk advogroup.co.uk||exclusive exclusiveinterview interviewwith withlucy paulirvine, farmer, advo ceo,group mind

60% of workers surveyed said if their employer took action to support the mental wellbeing of all staff, they would feel more loyal paul farmer, ceo, mind mind.org.uk Mind is the leading mental health charity in England and Wales providing advice and support to empower anyone experiencing a mental health problem. They help individuals to understand their condition and the choices available to them – through their Infoline, their Legal Advice Service and their award-winning publications and website, certified by the Information Standard. Their network of more than 160 local Minds offer specialised support and care based on local need.

Paul Farmer is the Chief Executive of Mind, responsible for leading the strategic and operational direction of the charity. He joined in May 2006 having previously worked for nine years as the Director of Public Affairs at Rethink where he was responsible for the Rethink National Advice Service, campaigns and communications, fundraising and marketing, events, research and user and carer involvement departments.

Prior to this, Paul worked as Communications Manager for the Samaritans. Paul has co-authored acclaimed publications on reducing stigma and discrimination and is also a trustee for the Directory of Social Change, a campaigning voluntary organisation that provides the sector with training and publications.

Between 2001 and 2006, Paul was Chairman of the Mental Health Alliance, which brings together all the major mental health charities and voluntary organisations to campaign for a better Mental Health Act. Paul was named in the Guardian’s ‘The influence 100’ as one of the top agenda setters for his outstanding work in the mental health field and has been shortlisted for this year’s

Third Sector Awards in the ‘Most Admired Charity Chief Executive of the Year’ category. In the latest in ADVO’s exclusive interview series we caught up with Paul to discuss mental health in the workplace through the charity’s ongoing ‘Taking Care of Business’ campaign, tips for dealing with stress and much more.

What does your typical day at Mind involve?

I’m usually woken up by my son wanting to find out the football results from the night before! Then it’s a quick cycle to the station and prepare for meetings. Typically, I divide my time between our campaigning and awareness raising work, often in Westminster and Whitehall, spending time with our 160 local Minds, and managing our organisation of 200 staff. No two days are the same, but the focus is always on how we can ensure that the voices of people with mental health problems are heard.

What part of your role at Mind gives you the most satisfaction?

When someone who has experienced

a mental health problem tells us that we’ve made a difference to their lives. It might be an individual who’s received help at a local Mind or from our Information team, or someone who will benefit from a campaign change we’ve helped bring about. Recently, the Mental Health Discrimination Act was passed which now means that people with mental health problems can be jurors, MPs and Company Directors. That’s a step in the right direction!

What do you think are some of most significant milestones that Mind has reached since its establishment?

Mind has always stood up for people with mental health problems, to tackle the stigma and discrimination, and to campaign for better services for all.

In the 1940s and 50s, people with mental health problems were literally “out of sight, out of mind”, locked away in Victorian asylums. Mind campaigns led to the Health Minister standing up at a Mind Conference in

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1961 to announce the closure programme of the asylums. This was the first significant step in recognizing that people with mental health problems should be treated as equal citizens in our society.

In the 70s and 80s, we campaigned for better resources for those who were let down by the early problems with “community care”, and helped secure safeguards for people who were sectioned by law.

In the 90s, we secured additional resources for mental health services, and in particular to increase access to talking treatments.

Now we see mental health as the big health and social justice issue of the 21st century across all aspects of society. Our Time to Change campaign has helped start to break down the stigma of mental health; businesses are increasingly recognizing the need to address mental health, and last year 4 MPs spoke openly about their own experience. We are excited about the potential of social media to support people-our new Elefriends digital platform (www.elefriends.org.uk) is already helping over 3000 people to support each other online.

We helped the Government to adopt the principle of “parity of esteem” in health care between mental and physical health. This means that health services should pay as much attention to our minds as they do to our bodies.

But there is a long way to go. The economic situation has had a major impact on the country’s mental health.

Many of our campaigns led to breakthroughs in prescribing practice, government policy, and in encouraging new understandings of mental health and the issues faced by service users. We now have to move to a new level.

One of your ongoing campaigns, ‘Taking Care of Business’, looks at the issue of mental health in the workplace. Please tell us some more about this great campaign.

Mind’s Taking Care of Business campaign aims to highlight the benefits of promoting, and the costs of neglecting, mental health in the

workplace. We have advice for both employers and employees on creating mentally healthy workplace, as well as how to manage their stress levels.

In difficult times, employers may be reluctant to invest in measures to help keep their staff mentally healthy, but Mind’s recent poll* found around 60% of workers surveyed said if their employer took action to support the mental wellbeing of all staff, they would feel more loyal, motivated, committed and be likely to recommend their workplace as a good place to work.

cited a different reason for their absence such as headache or upset stomach, suggesting people don’t feel they can disclose they are feeling pressured to their boss.

We’re providing free resources for businesses and signposting to further help and support-via www.mind.org. uk/work-including our own Mind Workplace service.

One of the statistics given as part of the ‘Taking Care of Business’ campaign is that 19% of people feel unable to speak to their managers about feeling Mind’s poll* also found that work was stressed at work? Why do the biggest cause of stress in people’s you think so many people feel lives, more so than debt or financial unable to do so? problems – this demonstrates the scale of the problem.

Mind’s research* also found that 90% of people who had time off for stress

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advogroup.co.uk | exclusive interview with paul farmer, ceo, mind

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In times of recession people are fearful that if they tell their boss they are stressed they will be demoted, dismissed or replaced

Our research confirms that there is a culture of fear and silence around talking about stress and mental health in the workplace. There is still a huge taboo – it’s the elephant in the room. In times of recession people are fearful that if they tell their boss they are stressed they will be demoted, dismissed or replaced. Yet stress and mental health problems are prevalent in all organisations.

We know right now 1 in 6 workers is experiencing stress, anxiety or depression, so it’s a problem too big to ignore. Starting a conversation about mental health doesn’t have to be difficult, but employers should take the first step. It’s a good idea to conduct a staff survey as this provides insight into the mindset of individual team members.

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employers. What can employers aim to gain from these?

Mind recently held two webinars for managers and HR professionals about promoting mental wellbeing even in tough times and supporting staff living with mental health problems. Attendees were able to email in their questions and concerns to our panel who were on hand to give their advice.

online along with a number of other useful resources– please visit mind. org.uk/work for more information.

Do you think that there any any particular industries or sectors within the jobs market that are perhaps better or worse at recognising and discussing stress amongst staff?

People can experience stress and mental health problems in any line of work and in any size organisation.

The first webinar, aimed at Those employees expected to managers, featured a panel of experts frequently work long hours, who have including Stephen Bevan of The excessive workloads and little support Work Foundation. The second, for from managers and colleagues may HR professionals, featured Eugene be more prone to bouts of stress.

Farrell of AXA PPP Healthcare and Organisations which invest in Jonathan Bowers of UKFast, winner measures to ensure mental wellbeing of Employee Engagement Strategy of their staff are more likely to have of the Year at the 2013 UK Customer an efficient and productive workforce, As part of the ‘Taking Care of Satisfaction Awards. whereas employers in which there is Business’ campaign you are providing a culture of fear and silence around a series of webinars for managers and Both webinars are available to view speaking out about mental health

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advogroup.co.uk | exclusive interview with paul farmer, ceo, mind and wellbeing means there could be undetected problems. These problems could spiral into crisis and lead to bouts of sickness absence.

Mind has a bespoke consultancy service for employers to help increase efficiency of staff while safeguarding their wellbeing. For a full list of the training and consultancy services we offer please visit mind.org.uk/ training.

Many businesses have set great examples and are showing that this doesn’t have to be difficult. One such organisation is Deloitte, who have been instrumental in setting up a ‘mental health champions’ scheme which allows people to provide informal, confidential peer support to staff who may be struggling. It’s led by John Binns, a Mind Trustee and senior partner at Deloitte, who has been very open about his own experiences with depression.

Do you think the workplace will ever reach the desired level of discussion and concern for mental health amongst employees or do you think the issue will always, to an extent at least, unfortunately be swept under the rug?

We know that 1 in 6 workers is

experiencing anxiety, stress or depression but too often discussing mental health in the workplace is a taboo. This stigma could be heightened during this difficult financial climate, with people particularly fearful of losing their jobs. Mind’s recent poll* found 26 per cent of respondents found excessive workload very or quite stressful, and 24 per cent found job insecurity stressful. Whilst it is clear lots of people are feeling the pressure, few individuals feel comfortable talking about it. Our survey* found 42 per cent believed stress was seen either as a sign of weakness or that you can’t cope; and only 41 per cent felt they could talk to their line manager if they were feeling stressed. There are still certain types of industry within which it is less acceptable to discuss mental health than others, but we hope that this will change as businesses come to realise the costs of neglecting staff wellbeing.

Quite simply, we can’t afford for mental health to be ignored any more. It’s damaging our health and it’s damaging the economy.

If an employee is finding their working environment particularly stressful, what tip could you give them for one of

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the easiest ways of improving their situation?

My top tip is simply to take 5 minutes to think and plan, and five minutes to relax calmly before you start work.

It’s an employer’s responsibility to create the right kind of environment, but there are a number of things staff can and should do to help manage their mental wellbeing at work. Other tips include: Plan each day, with time for work, tasks, relaxation and leisure activities.

Identify the time of day when you have the most energy and concentration and do important tasks during this time.

List tasks in order of importance, then tackle urgent ones first.

Vary dull tasks with interesting ones, tiring jobs with easier ones.

Don’t try to do too many things at once – this increases risk of mistakes.

Once you’ve finished a task, take a few moments to pause and relax.

Make sure you take a lunch break.

Have a change of scene – a short walk allows you to focus on what’s happening around you, rather than your worries.

At the end of each day, reflect on what you’ve achieved, rather than worrying about what still needs to be done.

List tasks in order of importance, then tackle urgent ones first

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Develop a hobby that uses your brain in a different way from work. It can be a great release and a way to make new friends.

Talking about your day with friends helps keep things in perspective.

Smiling and laughing produces hormones which help you relax.

If colleagues are making unrealistic or unreasonable demands, be honest and say no.

If you find yourself in conflict with someone, try to find solutions which are positive for both of you.

What kind of information can we expect to find on the mind blog? (www.mind.org.uk/blog) Each week Mind publishes blog posts on a whole range of topics, relating in some way to mental health. Blogs help to show that people with mental health problems are cared about, understood and listened to. The Mind blog can empower and strengthen.

A blog can challenge the status quo and change attitudes. Since the blog launched in 2009, it has been a great platform to show that mental health is an important issue. We usually post guest blogs from people who have experience of a mental health problem – their everyday stories, their ups and their downs. Last year Mind’s digital team posted more than 100 stories!

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I’m always so inspired by the passion and commitment of the Mind runners

Parks Foundation Half Marathon this October. Please tell us some more about this and are there any other ways people can get involved to help Mind?

Mind has been chosen as a Golden Oak partner for the Royal Parks Half Marathon this year, and we’re always on the look-out for fearless runners to take part in one of the UK’s most Mind has a large social media spectacular half marathons. The following. What social sites can run takes participants on a beautiful Mind be found on and what type tour of London’s Royal parks and of content can we expect to find as well as soaking up the buzzing on each? atmosphere, most people love taking part. This could be because they’re You can find Mind on Twitter @ setting themselves a unique personal Mindcharity and Facebook. We’re challenge, they’re feeling physically on both networks every weekday and mentally well by getting between 10am and 5pm. Sometimes outdoors, and they’re raising money you’ll find us on twitter live tweeting and awareness for a cause close to during TV shows or at events. We their hearts. I’ve personally taken have more than 50,000 followers part twice and I’m always so inspired on Twitter so come join one of the by the passion and commitment of largest mental health communities the Mind runners. By taking part in social media. On Facebook we in the half marathon or joining us usually share our blogs and have a to cheer on the day, you can help conversation around a mental health to support the one in four people topic each day – whether that’s affected by a mental health problem cheering on our London marathoners in any one year too. To find out more or talking about last night’s TV. And visit www.mind.org.uk/runforus our friends post pictures of what’s happening with them too.

One of the recent blog posts on the Mind website (www.mind.

You can follow me on @ org.uk/blog/8795_learning_ paulfarmermind for an idea of what a to_relax) talked about proper charity Chief Exec gets up to! relaxation. It seems that a lot of people are perhaps not relaxing Mind are holding the Royal properly by simply distracting

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themselves with the TV or their computer. What steps can someone take towards more effective relaxation?

Nowadays we all have busy lives and many of us juggle multiple commitments such as work and family life. But it’s important that we switch off and relax. Watching TV or going online may help some people relax, but for many it is merely a temporary distraction and worries may still hang over us during or after this distraction.

It is important you find out when you feel most relaxed. For many people it can be cooking, taking a bath, reading a book, exercising or listening to music. Breathing is important too – it sounds obvious but you’d be surprised how much of a difference breathing techniques can make in reducing anxiety. Mind has some handy relaxation tips on our website: www.mind.org.uk/mental_ health_a-z/8789_tips_relaxation *Research reference: Populus interviewed 2060 adults aged 18+ in England and Wales, in work between 6-10 March 2013, results available at www.populus.co.uk/Poll/MindWorkplace-Survey/.

Find out how ADVO Group can help your employees feel engaged and happy at your place of work by speaking to one of our expert advisors on 0845 2578833.

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advogroup.co.uk | could exercise save the economy?

could exercise save the economy? news.advogroup.co.uk Over £7 billion of savings could be achieved if each person in the UK took the government’s recommended daily amount of exercise. The findings, from a new report by healthcare charity, Nuffield Health and the London School of Economics, suggests that in an age of austerity for both the government and the public, by simply increasing the amount of physical activity undertaken, a positive impact could be achieved. The research shows that a staggering seven in 10 of adults do not meet the target of 150 minutes of exercise a week. However, by doing just 12 minutes more each day the UK could save £7 billion* in costs of associated NHS treatments, welfare and loss of earnings. On top of this household income for those who do exercise is £6,500 a year higher.

This new report – 12 minutes more…, uses the data from the annual Health Survey for England (HSE)**. The research highlights the huge health benefits for those who do take part in physical activity and the health risks and associated costs of inactivity to the UK population. It suggests that by ‘moving more’ – people can lower their cholesterol (by 6 per cent) and risk of high blood pressure (by 4 per cent), cut the risk of lifestyle related diseases, such as Type 2 diabetes and cardiovascular disease, while controlling their weight. Active people are not only 7 per cent less likely to be obese, but they also reduce their risk of poor mental

health by 6 per cent. Nuffield Health calls for every person in the UK to do an extra 12 minutes a day of physical activity to reach the recommended levels and benefit from improved health and fitness, while helping to boost productivity.

Although helping business to develop sustainable practices is important, it is the productivity and success of our people that has the greatest impact. Poor mental health can be very isolating, support is crucial, but wellbeing programmes and prevention can do so much more. Our Dr Andrew Jones, Managing Director research shows the positive impact – Corporate Wellbeing, Nuffield of regular physical activity on many Health, says: “Health benefits for health measures, but importantly on active people are priceless, but mental health. As a GP I see time and with increased pressures both in again people with good reasons to the workplace and at home, as well be more active and a genuine desire as the struggling economy, we, as to do it, but somehow actually doing employers have a responsibility more doesn’t quite come to fruition. to help our workforce to be as Once the decision to take part in resilient, fit and well as possible. activity is made our research shows

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advogroup.co.uk | could exercise save the economy?

about ten sessions in a month are completed. At Nuffield Health we know that if someone doesn’t have a love of physical activity it can be difficult to do enough, we offer regular free educational events, advice and support to find out what works for them.”

cost of an inpatient stay in an NHS hospital £3,215 this demonstrates a potential cost saving of £257 million a year, if people were to get active.

Overall as income of a household rises, the likelihood of specific health problems goes down – exercise helps to balance the differences. The report also suggests people living in lowincome households (<£23,400) could gain double the benefits of being physically active thereby further lowering their risk of psychological distress. The data also revealed 30 per cent of respondents in the HSE 2007 would be encouraged to get active if advised by their GP. Half of respondents said having more leisure time would encourage them A fluid look at the health and financial to participate in sport or exercise and nearly 4 in ten people (40 per outcomes for people living in the cent) blamed work commitments for UK who choose to participate /or their lack of participation. Suggesting not, in physical activity, the data employers and medical professionals shows people who do not exercise have an important role to play. have almost 80,000 more hospital David Mobbs, CEO, Nuffield Health, inpatient visits a year. With the

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we, as employers have a responsibility to help our workforce to be as resilient, fit and well as possible

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says: “The health benefits from increased physical activity have long been known, but this research also shows that exercise is a cheap policy option compared with continuing to treat the ill health which results from physical inactivity. It doesn’t require expensive structural changes to the public sector or government legislation. We don’t need to nag people into doing activities they hate.

We simply need a more exercise friendly environment and for each of us to think differently about how to be more active every day. We are calling on everyone who cares about the health and wealth of the UK population to join us in coming up with ways we can all move 12 minutes more…”.

To improve the health and wellbeing of your employees speak to ADVO Group’s expert and fully independent advisors on 0845 2578833 or email us at info@advogroup.co.uk.

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advogroup.co.uk |walking to work

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advogroup.co.uk | walking to work

walking to work makes you happier according to latest yougov survey livingstreets.org.uk To mark Walk to Work Week (May 2013) a survey conducted by YouGov for national charity Living Streets has uncovered that walkers are amongst the happiest commuters. British adults who commute to work were asked to rate how happy their journey makes them feel. With the National Travel Survey 2011 finding that the average length of the commute is 8.9 miles, the charity asked commuters who usually travel 10 miles or less to take their happy poll.

A whopping 88% of these who usually walk most of the way to work said that the way they commute makes them happy. These walkers polled top against all other forms of transport, including travelling by car and train.

With yesterday being the first day of Walk to Work Week, individuals and workplaces up and down the country are stepping up to the challenge, raising money for charity and logging their collective miles. Participants are really getting behind the week, taking part in the Living Streets’ ‘walking feats’, getting into the competitive spirit and finding creative ways of building walking into the working day. With participants signing up all the time, it’s not too late to get involved. Walk to Work Week isn’t just about getting from home to the workplace; it’s about making walking part of your day. This could involve arranging a walking meeting, a lunchtime stroll or travelling part of the way to work by foot.

During Walk to Work Week 2012 workers clocked up over 71,255 miles and logged 25,336 walks on the Living Streets website. Walk to Work Week 2013 has seen sign up exceed last year, with 400 workplaces registering so far and the numbers growing daily.

Tony Armstrong, Chief Executive of Living Streets, said “It’s fantastic news that walkers are amongst the happiest of commuters, with 88% of those walkers who commute ten miles or less rating top of the happy

poll. Here at Living Streets, we help employers improve the health and productivity of their workforce by helping them create travel plans and encourage their staff to get more active. Walking can help to reduce stress, aid motivation and improve the general health and wellbeing of employees. Walk to Work Week is a brilliant opportunity to participate in the ‘walking feats’ on our website and to give walking a go this May.”

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Walking can help to reduce stress, aid motivation and improve the general health and wellbeing of employees

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To improve the health and wellbeing of your employees speak to ADVO Group’s expert and fully independent advisors on 0845 2578833 or email us at info@advogroup.co.uk.

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advogroup.co.uk |personal issues top lists of reasons to leave employment

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advogroup.co.uk | workplace heart attack concerns

‘Personal issues’ like stress tops list of reasons to leave employment according to latest research from skillsoft skillsoft.com A recent poll of UK CEOs has uncovered that nearly three quarters (73 per cent) of employees cite personal issues, including stress, as the main reason for changing jobs – above pay (34 per cent) and job dissatisfaction (19 per cent).

The research, commissioned by Skillsoft, also found that a lack of opportunities came near the bottom of the list, with only 7 per cent of respondents feeling this was cause for concern and a key reason to leave a company. These findings suggest that, in most cases, reasons for employees leaving may go beyond just pay and progression, with undisclosed “personal issues” having more of an affect on happiness in a role than managers may realise.

Kevin Young, general manager, EMEA at Skillsoft, said: “Many managers only find out an employee is unhappy in their role and the reasons for that on the day they leave or hand in their notice. By this time it is often too late to rectify the situation and do anything to keep a valued member of staff.”

concerns, employers can feel confident that they are giving staff every opportunity to succeed, despite other personal pressures they may be under,” adds Young.

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By ensuring that each employee has their own, tailored training Many managers programme and an only find out an opportunity to voice any employee is unhappy concerns, employers in their role and the reasons for that on the can feel confident that day they leave or hand they are giving staff every opportunity to in their notice succeed “Personal reasons can include a

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wealth of issues that impact upon a person’s ability to do their job effectively. The findings highlighted areas where companies can use training to help staff remain happy and motivated in their work. By ensuring that each employee has their own, tailored training programme and an opportunity to voice any

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Businesses are starting to recognise the value of providing staff with resources and training related to wellbeing, by offering help and advice on both professional and personal issues.

found that titles about boosting selfconfidence and motivation, as well as how to get more done in less time were popular reads.

The UK study, conducted by Opinion Matters on behalf of Skillsoft, surveyed 503 CEOs of businesses with more than 250 employees, across 13 business sectors.

Make sure your employees are happy and engaged by providing them with the best possible employee benefits package. ADVO Group offers advice on a multitude of employee benefit solutions including private medical insurance, cash plans, group life and dependents cover, group income protection, group critical illness cover, dental and optical cover, health screenings, occupational health sourcing and much more. Get in touch today with one of ADVO group’s expert and fully indepependent advisors on 0845 2578833 or email us at info@ advogroup.co.uk.

Indeed, in 2012 use of Skillsoft’s Well-BeingEssentials book collection on its Skillport elearning platform

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advogroup.co.uk | are smartphones giving employees information overload?

are Smartphones giving employees information overload? news.advogroup.co.uk

Smartphones and social networking sites damage employees’ ability to network and function successfully at work and in conferences and meetings because they scramble the brain and lead to poor decisions. This is according to the new book from business trainer and international behaviour expert, Jamie Smart. Smart argues that the increasing problem of employees being welded to their smartphone, emails and social media websites leave many people exhausted through what he calls ‘information overload’. It leaves them unable to concentrate on speakers and presentations and means they miss out on opportunities to meet contacts and network.

In his best-selling book ‘Clarity’, he writes that many eight-year-olds think more clearly than business leaders and politicians. Facebook and Twitter clog the mind with a deluge of information, ranging from gossip to breaking news and smartphones – allowing constant access to emails – only exacerbate the problem.

“A saturated mind is the single biggest cause of stress, lack of confidence, bad decisions, strained relationships, fumbled goals and unrealised potential” Smart comments. “People are paying the price as time-scarcity and

information-saturation clogs the mental machinery they rely on. When your mind is clear you can focus, concentrate, solve problems and succeed. Leaders in every field, from visionary entrepreneurs to Olympic medal winners, agree that clarity is the key to outstanding success. Just look at small children. They can get desperately upset about something and then smell what’s for dinner and their head clears. They don’t hang on to stuff and look how superinnovative they are. The fact is that as adults we interfere with that selfcleansing system and that is when the problems arise. A survey of CEOs

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in the US asked them when they got their best ideas. The top answers were on holiday, in the shower and when driving to and from work. Their head cleared and they started coming up with great ideas. It is a natural function of our system.”

“

When your mind is clear you can focus, concentrate, solve problems and succeed

”

advogroup.co.uk | are smartphones giving employees information overload?

It could be argued that smartphones and social media sites are part of a wider, ever-increasing problem of information overload which itself is not such a recent development. As far back as 2009, a study conducted by scientists from the University of San Diego, California was reported in the Telegraph as showing that due to email, internet as well as television and additional media, we consume on average 100,500 words a day which is equivalent to twenty-three words a second. Roger Bohn, coauthor of the study commented at the time saying â&#x20AC;&#x153;I think one thing is clear: our attention is being chopped into shorter intervals and that is probably not good for thinking deeper thoughts.â&#x20AC;? One can only imagine how much these figures have increased from a few years ago.

However, could it be argued

that more recent technological advancements such as smartphones and social media, which are vilified

by Jamie Smart, are actually helping a wider problem of information overload. For example, managing email inboxes is a problem that predates social media sites or smartphones. However, smartphones are able to combine several email accounts into one feed allowing us to focus on what essentially becomes one email account. Smartphones and social media sites can also remind us of important upcoming events and calendar dates. This is turn means we can do away with having to remember such information ourselves and focus our attention elsewhere. Aside form organising data, social media sites and smartphones can undoubtedly help businesses develop and grow.

James Smartâ&#x20AC;&#x2122;s main argument after all is that it is business performance

that is detrimentally effected.

Companies promoting themselves and events on social media sites or gaining new leads through sites such as LinkedIn is a well-established business practice. It could be argued that the conferences and meetings that are so badly affected by social media sites and smartphones, as James Smart argued, would not take place with such consistency and successful attendance if it were not for the very tools he criticises.

What do you think? Are smartphones and social media websites causing information overload for employees?

Are they part of a wider problem or is there any problem at all? Visit our news post on this article at http:// news.advogroup.co.uk/smartphonesgive-employees-informationoverload/ and leave a comment to have your say!

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advogroup.co.uk |all work and no play is damaging uk family life

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all work and no play is damaging uk family life according to latest research from medicash medicash.org A culture of ‘all work and no play’ in the UK is damaging family life, causing high stress levels, cutting time spent with loved ones and creating an inability to switch off from work, according to a new study. Surveying more than 1,000 working parents throughout the UK, the study commissioned by health cash plan provider Medicash, found that 83 per cent of working parents feel guilty about the amount of time they spend working, with 50 per cent saying it has a negative impact on relationships with their children, and almost half (45.9%), saying it caused problems in their relationship with their partner and caused them to neglect friends (25%).

Professor Cary Cooper, Distinguished Professor of Organisational Psychology and Health at Lancaster University & Director of Robertson Cooper Ltd, said: ”The fact that many people feel guilty about how they spend their time is hugely significant – it shows how important it is to maintain work-life balance. The evidence shows that flexible working delivers to the business’ bottom line, with employees feeling less guilty about how they spend their time and achieving a better balance between work and home commitments.”

caused issues with childcare, with just over 30 per cent (30.4%) having to organise for someone to collect the offspring at the last minute because they had to work, whilst 46 per cent of parents admitted to dropping children off at school or nursery when they were ill because they had to work and could not find a childsitter at short notice.

Professor Cooper added: “If we are slaves to work, our family life seems to suffer by default. We need the joint responsibility to promote a healthier, happier lifestyle; organisations must When asked how they thought it actively promote flexible working and affected family life, over 50 per cent employees need to take advantage of respondents admitted to missing of that opportunity – work smarter, their child’s sports day, school play not longer should be our mantra. or parents’ evenings due to work Increasingly we are seeing employees commitments, 42.9% said they had turning up to work ill and delivering worked through family holidays, and little added value, presenteeism 58.8% admitted their children had does not enhance but undermines complained about the amount of time productivity.” they spent working.

Parents also said that work had

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advogroup.co.uk | all work and no play is damaging uk family life The study also revealed that heavy workloads were responsible for increased stress levels, with over 60 per cent (60.1%) of respondents saying they found it difficult to switch off from work when at home.

According to results, those most likely to feel guilty about working long hours are in professional services (29.3%), who were also the most likely to work on a family holiday (56.1%), and have children complain about their overworking (22%).

They were followed closely by those working in finance, who were the most likely to suffer Sunday night blues (63.4%) and worry about work during the weekend (46.3%).

“Given the pressures on people with increasing workloads, the demands by clients for the completion of work instantaneously and the ability to interface with people 24/7 through new technologies means that it is vital that people find time for their family during the weekends, family holidays and at least 2-3 nights a week – or they and their families will suffer and ultimately so will the organisation,” explained Professor Cooper.

Those who felt they had the worst work / life balance lived in Birmingham (43.3%), followed closely by London (39%), Liverpool (36%) and Manchester (35.6%).

Those who felt they had the best work / life balance lived in Glasgow (83%) and Norwich (75%) and worked in the arts and culture sector (69.2%). -

“

The UK has some of the longest working hours in Europe

”

most important aspect of our quality of life. The fact that more than 1 in 10 feel threatened with redundancy shows that the economy is a clear pressure but there is a wider cultural problem of overwork, and not just at executive levels.”

helps both workers and businesses.”

“

The health implications of excessive working are very serious and should not be overlooked

”

The number of workers doing unpaid overtime is said to have increased by more than 1 million since records began in 1992, when 4.2million people regularly did unpaid overtime, “The bottom line is that we need to to 5.3million people in 2011. be honest with ourselves about what matters most in our life. Recent “The results of the study are very studies have shown that over 90 per troubling, revealing that a healthy cent of us go to work when we’re Respondents stated that the main work life balance may be hard to ill – another example of being overly reason they over work is because come by in today’s economy,” said tied to work to the exclusion of other there is ‘too much work to complete Sue Weir, CEO of Medicash. important aspects of life. As John within a working day’ (35.2%), Ruskin wrote in 1851 ‘in order that followed by ‘so I am not considered “Pressures of increasing workloads people may be happy in their job, for redundancy’ (13.7%). and job insecurity can be seen as these three things are needed: they the principle causes of a culture must be fit for it, they must not do The UK has some of the longest of overworking which is creating too much of it, and they must have working hours in Europe, with problems for the family unit in a sense of success in it,” Professor average UK workers spending 1,625 Britain. The health implications of Cooper concluded. hours a year at work, and more than excessive working are very serious 3 million UK employees (1 in 8) and should not be overlooked, Become an employer of choice by working more than 48 hours a week. often being associated with the providing your employees with development of health problems the best possible employee benefit A study published last year by the like heart disease, diabetes, stress solutions. Speak to one of ADVO TUC estimated workers undertook and depression, which is not only Group’s expert and fully independent 2 billion hours of unpaid overtime – damaging for personal relationships, advisors today on 0845 2578833 or the equivalent of one million full-time but also the UK economy, leading email us at info@advogroup.co.uk. jobs. to workplace absenteeism, which amounts to 10.4 million lost working Professor Cooper said: “We all need a days per year, costing UK businesses certain level of financial security, but an average of £3.7bn each year. past a certain point it’s our personal Keeping a good work-life balance relationships which are by far the

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discover what makes advo stand out from the crowd... speak to one of our expert advisors today!

call now on 0845 2578833 or email us at info@advogroup.co.uk

For more information on Advo Group Limited, visit our website www.advogroup.co.uk Advo Group Limited, ADVO House, St Leonards Road, Maidstone, Kent, ME16 0LS is registered in England (No. 4500663) and is authorised and regulated by the Financial Services Authority.

advogroup.co.uk | apprentice winner loses constructive dismissal claim

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advogroup.co.uk | apprentice winner loses constructive dismissal claim

Former Apprentice winner loses dismissal claim against Lord Sugar sugar comments on the court case news.advogroup.co.uk Stella English, the winner of the 2010 series of TV’s ‘The Apprentice’ has recently failed to win her claim for constructive dismissal against Lord Sugar.

Stella Engliah’s claim was that she effectively was not able to take on a proper role at Lord Sugar’s company dispute being on a £100,000 salary.

Judge John Warren said “The tribunal believes that the claimant had in her mind that having won The Apprentice the role would be much more glamorous and that she would be working alongside Lord Sugar as his assistant,”*.

It is believed that Stella English told the tribunal that upon starting the job she was provided simply with a desk and telephone but was not provided with any defined duties for several months. It is also believed that Stella English told the tribunal that her boss at the company, Bordan Tkachuk, told her upon her first day at the company that there in fact was no job.

Ms English later took a new position for Lord Sugar’s YouView company, which is a provider of internet set-top boxes.

The Judge further commented “The Viglen role was specifically selected for the claimant to expand and build on her already acknowledged experience and ability… The respondent (Lord Sugar) had gone out of (his) way to ensure the claimant was placed in a role at YouView from which she could learn

new skills, a job which she agreed to and which she enjoyed doing”*.

Following the announcement that Ms English had failed in her attempt to bring the claim against Lord Sugar, he commented “There was never a case for us to answer but her need for money and fame meant that the whole system was subjected to this charade… I have been cleared of a derisory attempt to smear my name and extract money from me… The allegations were without substance, and I believe this case was brought with one intention in mind – the presumption that I would not attend the tribunal, that I would not testify and that I would settle out of court, sending Ms English on her way with a tidy settlement… I’m afraid she underestimated me and her reputation is now in tatters”*. *(source http://www.bbc.co.uk/ news/uk-england-kent-22123912) For all the latest human resource news be sure to subscribe for free to the ADVO Group news section at news.advogroup.co.uk/subscribe.

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advogroup.co.uk | exclusive interview, jason ransted, radcliffe & newlands

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advogroup.co.uk |exclusive interview , jason randsted, radcliffe & newlands

the best way to have a robust business is to have skills and processes spread widely across the firm jason ransted, Radcliffe & Newlands rad-new.com Radcliffe & Newlands (R&N) – independent mortgage brokers, financial planners and wealth managers. Originally focused on mortgage services, R&N expanded into other areas back in 2006 to transform itself into a full service financial advice firm. The team now boasts some of the industry’s most respected wealth managers and financial planners in the industry with expertise covering: mortgages, employee benefits, investment, sophisticated tax planning, pension transfers, pension splitting, funding long-term care and releasing equity from your home. In the latest in our exclusive interview series we caught up with Jason Ransted, Radcliffe & Newlands Managing Director to discuss the effects of implementing a mortgage benefit service, the role of educational seminars and much more.

What is it that makes Radcliffe & by saying they only deal with the ultra Newlands unique? high net worth. Soon you will need the wealth of a small nation in order Ah, an easy question to start to qualify. proceedings! I could talk about our mortgage benefit here but products There are all sorts of people that can and services can be copied. What benefit from financial advice and will keep us unique is our ethos – it’s we will always try to find a way to very hard to copy that sort of thing. A provide the right service for them at long time ago we sat down in a room a reasonable price that allows us to and agreed our philosophy should make a reasonable profit. be that no matter what your income or wealth, if you are a client of ours you will receive a service that is best in its class. So if a First Time Buyer and a multi-millionaire met at a dinner party they could find that they are both clients of ours. They will probably need different services but the quality will be the same in both cases. You know, Mercedes make The Radcliffe & Newlands luxury cars as well as white vans but website talks about how a they do both really well. mortgage service benefit can

“

There are all sorts of people that can benefit from financial advice

primary stand out point. As part of an overall package it is something most other employers will not currently be adding to that total reward. I think the fact that it is pretty unique in the market at the moment shows that the HR team have made an effort to seek out something original to add to that package.

Why do you think most companies are not currently offering a mortgage service benefit to their staff?

Oh that’s easy – they don’t really know about it. We have never advertised or made any noise about it in public until recently. We have always looked after some very high profile firms but recently we have taken on a selection of excellent clients and expect to continue that make an employer stand out from the crowd. What is it about pattern throughout 2013. this particular benefit that makes it stand out?

”

Contrast that with the usual financial advice firms pitching themselves at certain groups – usually high net worth clients. In fact, IFAs have been saying that for so long that now some Most companies do not have a try to differentiate themselves further mortgage benefit at all so that’s the

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advogroup.co.uk |exclusive interview , jason randsted, radcliffe & newlands What are the benefits for staff of having a mortgage service benefit in place?

At its simplest I would say it makes it easier for home movers and first time buyers to purchase property, and it can save money every month for people who are remortgaging.

In a bit more detail … it involves a full explanation of the entire process from the start, advice on negotiating with estate agents and helps identify how much you can borrow. Then we recommend the right mortgage and process all the necessary paperwork to ensure the process runs smoothly.

We can also locate appropriate solicitors and arrange the necessary insurances. Later, our post offer team will deal with solicitors, the mortgage lender and insurances to ensure target dates are met.

It’s a lot less stressful than trying to do it all yourself and juggle work commitments with calls to estate agents, solicitors and mortgage lenders. And of course we contact staff before the end of the mortgage rate in order to help find the most suitable remortgage deal.

“

we contact staff before the end of the mortgage rate in order to help find the most suitable remortgage deal

generally around other people. There is quite a lot of time spent in meetings Aside from mortgage service with the team but I also meet a lot benefits what are the other most of people in the industry to keep on popular benefit packages you top of the latest developments and of How important do you think provide and why do you think course corporate client meetings – it is to be able to provide this is the case? that could be anywhere in the country the educational seminars to – also keep me pretty busy. supplement the mortgage As you would expect we do a lot of service benefit? pensions and protection products What part of your role at but that’s probably just down to the Radcliffe & Newlands gives you Staff respond exceptionally well to the the most satisfaction? education element. You don’t realise fact that they are core benefits that how little people know about property every firm offers. In terms of noncore things our most popular would Probably when I see that somebody and mortgages until you educate have to be surgery days for general in the team has become better at them and then you really do find out. If you have ever had an IFA put financial advice. You would be really something than me – that’s the point I realise that I can stop doing it and a pension in place for your firm only surprised how popular this is with staff. leave it to them while I move on to to disappear into the distance with the next development or focus my their pay cheque, never to be seen What does your typical day and efforts elsewhere. To me, it feels like again, you will recognise the value the best way to have a robust business of delivery. So we offer a service but Radcliffe & Newlands involve? is to have skills and processes spread we also help you communicate it and Ha ha, I hope I never have one of widely across the firm. are on call to help your staff on an those!

I suppose the common factor ongoing basis. Only by doing this in most things that I do is that I am ‘extra’ part will staff recognise the

”

true value of the benefit.

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“

Staff respond exceptionally well to the education element. You don’t realise how little people know about property and mortgages until you educate them

”

“

What kind of information can visitors to the website expect to stumble upon in these articles?

it feels like the best way to have a robust business is to have skills and processes spread widely across the firm

mortgage benefit all those years ago! It had to be that way though because all those other services like pensions, investments, protection, and tax planning make us better at the corporate side and leave us less exposed to the fickle economic ups and downs.

What are the main changes and milestones the company has gone through since its establishment?

Undoubtedly continuing with the same strategy. We are enjoying what we do with corporate clients, we get good feedback and people refer us to friends so we know the service is being appreciated. We will also continue to develop the service though and are always on the lookout For all of our exclusive interviews for new developments that might be sure to subscribe for free to the improve things further.

ADVO Group news section at news. advogroup.co.uk/subscribe.

The Radcliffe & Newlands website is packed full of articles.

”

I guess the biggest change was stepping outside of our mortgage niche to become a full service financial advice firm. Which creates a curious circle actually since our next biggest change has been coming back to focus on the corporate side where we started out with the

What are the future plans for the company?

We tend to keep the website quite simple – you might find some simple explanations about various financial matters but you won’t find any complicated ‘how to’ guides of the sort that are to be found all over the internet. There are plenty of very popular investment and comparison sites for that. We are much more likely to provide news, commentary on events and updates to our services.

We also post things about our latest art exhibitions or charity events.

Basically things that interest us.

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advogroup.co.uk | marissa mayer is back in the headlines

yahoo! ceo, marissa mayer, is back in the headlines again! news.advogroup.co.uk

Yahoo! CEO Marissa Mayer was heavily featured in the last edition of Advocate Magazine due to her highly controversial ban of working from home for all Yahoo! employees. The proposed ban was largely criticised due to the fact that Mayer had her own private nursery built next to her office. Thus it was argued that Mayer was unable to empathise with the needs of her employees to be able to work from home due to their child-care obligations.

However, her more recently proposed changes for Yahoo! employees are likely to be far more unanimously met with approval within the company.

Mayer has announced that she will be doubling paid maternity leave for mothers within the company from eight to sixteen weeks. In addition, she will also be granting eight weeks

of paid leave for fathers. Further still, it is reported that new parents within the company will also now receive $500 dollars as a gift to go towards the extra financial costs of having a baby. It has also been reported that even employees with new pets will get some free branded items for the animals.

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An emailed statement from a yahoo representative stated “We’ve been very focused on making Yahoo! the absolute best place to work.

Over the last several months, we’ve introduced new benefits like free food to make Yahoos’ days easier, new smartphones to encourage innovation, and updated computers

advogroup.co.uk | marissa mayer is back in the headlines relation to previous changes in policy.

It may simply be the case that Mayer believes all of the changes to be right for business regardless of their level of their perceived level of popularity or protest. Some have argued that the recent changes at Yahoo have been part of a move to align the company more closely to the structure and ethos found at fellow Silicon Valleybased rivals such as Facebook and Google. It is reported that Google offers seven weeks of paid leave for parents who did not give birth, while new mothers can take between eighteen and twenty-two weeks.

Facebook also offers a significant level of parental leave with four paid months on offer for both parents in additional to a comparatively huge gift sum $4,000 to spend on new baby goods.

Aside from the comparison to Facebook and Google, the increase in levels of paternity leave, in particular, will really help the company to stand out from the vast majority of other companies on this issue.

It seems that Marissa Mayer has shown that she isn’t afraid to make extremely bold decisions for the employees of Yahoo! whether they be popular, or at other times, seem to cause a higher level of controversy.

However, the figures seems to speak for themselves with regard to her impact on the company’s performance. It is reported that Yahoo!’s stock has increased by almost 50% between July 2012, when Mayer joined the com pay, and the start of April 2013. This has created an additional value for shareholders of £6.8 billion.

to speed productivity”.

“

we’ve introduced new benefits like free food to make Yahoos’ days easier, new smartphones to encourage innovation,

and updated computers

”

Make sure your employees are happy and engaged by providing them with the best possible employee benefits package. ADVO Group offers advice on a multitude of employee benefit solutions including private medical insurance, cash plans, group life and dependents cover, group income protection, group critical illness cover, dental and optical cover, health screenings, occupational health sourcing and much more.

Get in touch today with one of ADVO group’s expert and fully It’s not clear what the motives are indepependent advisors on 0845 for this latest change in policy. Could 2578833 or email us at info@ Mayer be trying to increase popularity advogroup.co.uk. following the significant amount of criticism that followed the decision to ban employees working from home just a few months earlier? The change to maternity and paternity leave may, however, have no such immediate

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advogroup.co.uk | publice sector workers are the least confident

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Legal & General’s Job Security Index shows that public sector workers are the least confident legalandgeneral.com Over three quarters, (76%) of private sector workers’ say that they are confident in their job security compared with under three quarters, (73%) of those working in the public sector according to the latest findings of Legal & General’s Job Security Index. With job losses in the public sector expected to rise in the run up to the next general election, this finding is maybe not that surprising. However, the Job Security Index also shows that a higher number of public sector workers admit they are currently at risk of redundancy, (6%) compared to only 4% of private sector workers. Almost a quarter, (24%) of public sector workers are not currently actively trying to secure a pay rise or promotion in the next three months, compared to less than one in five, (19%) of private sector workers.

The ONS employment statistics are due out on Wednesday 15 May 2013, for the period January 2013 to March 2013 and the Legal & General Job Security Index has shown since its start in January last year that it is a good barometer of how those in work feel about their current and future job security. In that context, the future three months for public sector workers is also not looking very promising as more of them are worried about how they will maintain their current standard of living over the next three months, with 22% saying that they are worried compared to 19% of private sector workers.

Mark Holweger, Director of Legal & General’s general insurance business, said:”Legal & General’s Job Security Index provides a picture of workers’ views on their job situation and clearly shows that public sector workers currently appear to be under most pressure. They are less confident about their job security than private sector workers, as well as believing that they are at a higher risk

of redundancy.

Unfortunately it is not just public sector workers that may well be under pressure over the next three months, as over two fifths, (21%) of all workers said that they are worrying about how they will maintain their current standard of living over the next three months. This rises to over a quarter, (26%) for part-time workers we surveyed, so higher than even the public sector workers. So it’s important that all workers have a contingency plan in place which could help with regular payments such as mortgage or rent and bills, if their regular source of income were to suddenly stop.”

Become an employer of choice by providing your employees with the best possible employee benefit solutions. Speak to one of ADVO Group’s expert and fully independent advisors today on 0845 2578833 or email us at info@advogroup.co.uk.

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advogroup.co.uk | most employers still plan to hire rather than fire

Most employers still plan to hire rather than fire according to the Recruitment & Employment Confederation rec.uk.com The latest results from the Recruitment and Employment Confederation’s (REC) monthly JobsOutlook survey of 600 employers show most businesses plan to build their workforces in both the short and medium terms. According to the survey, nearly two thirds (60 per cent) of employers plan to increase their permanent workforce over the next three months and over a third (36 per cent) said that they will maintain current levels of staffing. Only 4 per cent of employers plan to reduce their number of employees.

Recruitment and Employment Confederation Chief Executive Kevin Green said: “Speculation about a possible triple dip recession has not dissuaded employers from their plans to hire. Our latest data shows that most businesses intend to take on more permanent staff and continue to use temporary workers. Only a very small number said that they expect to reduce headcounts over the next few months.”

“ ”

Speculation about a possible triple dip recession has not dissuaded employers from their plans to hire

to maintain current temp numbers and only 11 per cent plan a reduction.

• 36 per cent plan to increase the use of agency workers in the next 4-12 months, an additional 55 per cent will maintain current levels and just 9 per cent plan a reduction.

JobsOutlook reports the responses of 600 employers questioned about their hiring intentions over the next quarter and the next year.

Respondents are drawn from across the public, private and non-profit sector, and from across a range of industries and sizes of organisation.

These findings seem to go hand-inhand with Labour Market Statistics which were recently commented on by the Chartered Institute of Personnel and Development (CIPD).

Mark Beatson, Chief Economist at the CIPD, said the figures “show that employment is increasing again with the number of people in jobs April’s JobsOutlook survey of up by 24,000 over the quarter. employers reports that: However, the general picture is still • 60 per cent plan to increase their one of relatively slow progress. We permanent workforce over the have seen very modest reductions next three months, 36 per cent will maintain current levels of staffing and in unemployment and youth unemployment this month, total only 4 per cent plan a reduction. hours worked have hardly changed • 54 per cent plan to increase their and earnings growth remains very permanent headcount over the next low in historical terms.”

4-12 months, 44 per cent will keep numbers the same and only 2 per “One apparent puzzle in the figures cent plan a reduction.

• 39 per cent plan to increase the use is that the alternative measure of employment – that counts workforce of agency workers in the next three months, a further 50 per cent intend jobs – increased by 211,000 in the

first quarter of 2013, driven by strong increases in retail and healthcare.

This was a period when the headline Labour Force Survey-based measure showed relatively little growth in the numbers of people employed. The more positive economic indicators seen in the last couple of months may soon translate into faster growth in labour demand – with the rise in job vacancies suggesting this may already be starting to happen – posing new challenges for employers. Businesses tell us they’ve been struggling to find the right people with the right skills even when the labour market has been at its most sluggish. A stronger labour market suggests that the competition for talent that never went away entirely may be about to increase in intensity once again. Employers who want to steal a march on their competitors will need to be thinking hard about how they attract, retain and develop their workforces. With plenty of room for productivity growth, investment in skills and engagement may be a more profitable and sustainable strategy for attracting and retaining the best people than simply increasing pay.”

(As published on http://www.cipd. co.uk/pressoffice/press-releases/ official-stats-slow-labour-market-).

For all the latest human resources news subscribe to the ADVO Group news section for free now at news. advogroup.co.uk/subscribe.

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advogroup.co.uk | microsoft appoints first female chief financial officer

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advogroup.co.uk | microsoft appoints first chief financial officer

microsoft appoints first female chief financial officer microsoft ceo comments microsoft.com Microsoft Corp has announced that Amy Hood was named Microsoft chief financial officer, succeeding outgoing CFO Peter Klein who will remain at Microsoft through the end of June to ensure a smooth transition. Hood becomes CFO effective immediately.

“Amy brings the right talents and experiences to the role as we continue to strengthen our focus on devices and services,” said Steve Ballmer, Microsoft’s chief executive officer.

“She has been an instrumental leader in the Microsoft Business Division (MBD), helping lead the transition to services with Office 365 and delivering strong financial and operational management throughout her time on the business.”

degree in business administration from Harvard University.

This latest appointment at Microsoft seems to paint the same picture as other recent articles on the ADVO Group news section; that that boardrooms are becoming more diversified but at the same time change seems to be slower than one would hope for.

One such article reported on Ernst Hood, 41, joined Microsoft in & Young UK Chairman, Steve Varley December 2002 and currently and his comments that boardrooms serves as CFO of MBD, overseeing are changing albeit a struggling all financial strategy, management process. The article read ““Is this and reporting for the $24.1 billion just one of those areas where change business. During her time as CFO of comes slowly, where we have to be MBD, Hood was also deeply involved patient?” Varley asked. “I hope not, in the strategy development and because I don’t want to be patient; overall execution of the company’s we shouldn’t be measuring progress successful acquisitions of Skype and and success in inches, but instead Yammer. Previously, Hood served as in miles.” Acknowledging all of chief of staff in the Server and Tools the great work being done by great group, then ran the strategy and organisations such as the 30% Club business development team in MBD to shift the needle in the debate on before becoming CFO of the division diversity in UK business, Varley said in January 2010. he believes that businesses’ decadeslong commitment to the principle of “I’m excited to step into this role and diversity was leading to organisations look forward to working closely again doing things differently. He cited with our investors and shareholders,” the pending launch of the UK’s first Hood said. “Peter has built a worldNational Equality Standard (NES) class finance team, and I am set up led by Ernst & Young, this autumn as well to continue the company’s strong an example. Ernst & Young has more discipline around costs and focus on female UK partners (17%) than any driving shareholder value.” other Big Four accountancy firm.

Before joining Microsoft as a part of the investor relations group, she worked at Goldman Sachs in various roles including investment banking and capital markets groups. She has a bachelor’s degree in economics from Duke University and a master’s

“

we shouldn’t be measuring progress and success in inches, but instead in miles

”

In October 2012 the firm took a bold decision to publicly announce targets for both female and black and minority ethnic new partner admissions – something no other professional services firm has replicated in the UK. It is due to voluntarily report on its progress in the autumn.”

Another article reported on research from Grant Thornton International Business Report. The article read “new research from the Grant Thornton International Business Report (IBR) reveals that globally, more women are making it into senior management roles than at any time since 2010. However, progress is slower in the G7 group of developed economies, where economic performances have been stuttering, than in the high growth economies of Asia and the Far East.

Grant Thornton urges businesses in developed economies to emulate emerging market counterparts and reap the benefits of having more women in senior positions. IBR data shows that globally, 24% of senior management roles are now filled by women. This is up from 21% in 2012 and 20% in 2011. However, the G7 economies come bottom of the league table with just 21% of senior roles occupied by women. This compares to 28% in the BRIC economies, 32% in South East Asia and 40% in the Baltic states.”

For all the latest human resource news be sure to subscribe for free to the ADVO Group news section at news.advogroup.co.uk/subscribe.

advocate spring 2013 | advogroup.co.uk | 37

advogroup.co.uk |employers missing an opportunity

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advogroup.co.uk | employers missing an opportunity

Employers missing an opportunity as staff demand greater financial security in light of economic downturn unum.co.uk The majority of UK employees are concerned about their financial security as a result of the economic downturn, but few firms have adapted the benefits they offer to meet the changing needs of their staff, according to research commissioned by Unum from Populus and Economist Intelligence Unit (EIU). The research shows that more than three quarters (77%) of UK employees are worried about their financial security and are concerned about the impact of the economic slowdown on their families. Furthermore, 74% of employees cannot see an end in sight to the slowdown.

UK workers are therefore looking to their employers to offer more long-term financial security as part of their employee benefits package.

Two thirds of staff (62%) see defined contribution pensions as the most important benefit, while 60% of UK workers believe that their employer should now offer Income Protection.

modernising their employee benefits provision. More than half ( 51%) saw the anticipated cost of implementing changes as a drawback to reviewing their benefits, while the perceived lack of bottom line benefit (34%) and excessive bureaucracy (29%), were also cited as barriers for some employers.

By contrast, ‘soft’ benefits such as gym membership are valued only by a small minority (26%) of UK employees. However, the EIU research shows that more than half of employers have not reviewed their benefits package since 2008.

Consequently, what employees want and what employers are offering them have grown out of step in the wake of the financial crisis.

Peter O’Donnell, Chief Executive Officer of Unum, comments:

The research shows that the discrepancy is not due to any lack of willingness from employers to look after their staff: Over half (52%) of employers believe they have an obligation to look after their staff and aim to reflect that in the benefits packages they offer, according to the EIU. In addition, over a third (36%) agree that it is typically better for their employees to obtain financial benefits through workplace schemes, rather than on an individual basis.

The EIU findings also reveal the range of factors that employers feel are holding them back from

“Employers can use their benefits much more effectively than they’re currently doing – if their staff have been educated to fully understand their packages, it can have a huge impact on their brand loyalty and engagement with their employer.

Employers need to listen to their staff to work out what they want, and what they need. Matching the wants and needs of employees with what you’re providing not only helps employees, it makes commercial sense for the business – and understanding that is the key to a truly modern approach to benefits.”

“

Employers can use their benefits much more effectively than they’re currently

doing – if their staff have been educated to fully understand their packages, it can have a huge impact on their brand loyalty and engagement with their employer

”

Dr Benjamin Reid, Senior Researcher, The Work Foundation, comments: “We’re seeing major changes in the way that employees think about their benefits, and we’ve found that even those presumed to be the most footloose and fancy-free in our society are moving towards wanting a much higher level of security from their benefits. They are becoming much more traditional in their approach to benefits – the recession has forced them to think about their finances in a different way.”

For all the latest human resource news be sure to subscribe for free to the ADVO Group news section at news.advogroup.co.uk/subscribe.

advocate spring 2013 | advogroup.co.uk | 39

advogroup.co.uk | how financial education can improve your bottom line

advocate spring 2013 | advogroup.co.uk | 40

“In a nutshell, sickness, absenteeism and other health and behavioural problems are increased by financial stress. Financial stress can be reduced by educating employees to make better financial decisions and plans.

Evidence that financial stress can impair employee health and productivity There is evidence that financial stress can influence health and even mortality rates (Over the limit: the association among health, race and debt, Drentea & Lavrakas, 2000). As well as poor health, the financially stressed also “report disagreements with friends, family members and co-workers; restricted social life; and reduced job productivity…

Such impairments can affect an employee’s coping skills, attention and concentration ability to the point of decreased job attendance, reduced workplace performance and hamper job retention for employers.”

(Financial Distress Among American Workers, E. Thomas Garman et al, 2005).

Financial stress is not restricted to lower paid workers As you would expect, the more you earn the less financial stress you are likely to have, however those on higher incomes can still have a high debt to income ratio which causes stress.

How financial education can improve your bottom line rad-new.com

Financial stress springs from many different causes which tend to vary depending on how financially stressed the individual is. For example, those who are highly stressed may well be concerned about: not having enough emergency funds; living beyond their means; high debt levels; not saving enough for retirement. Those who are less stressed are more likely to be worried about: not saving enough for retirement; badly managed investments; lack of protection/ insurance; estate planning. Clearly the former have objectively far more to worry about but all the same, stress is still there for those on better incomes, albeit focused on what you might be tempted to call first world problems. We should not forget that self-perception is used in research in this field because psychological well-being is difficult to measure objectively.

advogroup.co.uk | how financial education can improve your bottom line The problem of debt Over-indebtedness can increase environmental health hazards – things as simple as not being able to afford warm winter clothing or other health promoting equipment. The worry can also lead to an increase in unhealthy behaviours like smoking, weight gain, and alcohol and drug abuse.

Even if an employee is not currently suffering financial hardship, a lack of financial preparedness for unexpected events (divorce, illness, death in the family for example) can leave them vulnerable to a pile up of new and pre-existing stressors. This cluster of stressor events can overcome their resources and ability to cope, causing hardship which can be difficult to recover from. Better preparation can help them to weather the storm rather than succumb to it.

Which employees are most likely to be under financial stress?

There appears to be a significant gender gap with more women than men suffering high financial stress levels. Perhaps more surprising is that some reports show middleincome employees have higher financial stress than either lowincome or high-income groups – of course this may be because they are at that mid-career / mid-life stage with young children to support.

Couples, who are more likely to have dual incomes, tend to suffer a little less than singles. But apart from demographics, there are situational factors. Some which can affect all parties e.g. moving home.

Of itself a stressful activity but, if combined with other factors such as a particularly busy period at work or separation from a partner, it can be very indeed. Others, such as approaching retirement age with no realistic plan in place to fund a pleasant retirement, will obviously apply more to those of a certain age.

Financial education works

“

There appears to be a significant gender gap with more women than men suffering high financial stress levels

”

We already provide financial education to a broad range of firms from household names in the FMCG sector to private banks – employees at all levels can benefit. In many cases the areas we need to include in our educational programme are the same but we can also design bespoke programs to meet the specific requirements of a company, taking into account the issues most likely to be faced by their employees or the financial benefits offered by that firm. We have the ability to cover any financial topic, from the basics of how to manage your budget or deal with debt through to buying a house or planning for retirement.

Christian has been in financial services marketing since 1997. His experience spans both consumer investment products and trade marketing.

Effective financial education can empower employees to make lasting changes to the way they manage their personal finances and reduce their stress, while simultaneously reducing employer operational costs.”

Find out how ADVO Group can impact on your business’s success by speaking to one of our expert advisors on 0845 2578833.

Research shows that education can have a major impact. Adults exposed to personal finance education in school are more likely to save and plan for retirement and to accumulate greater wealth (Financial Literacy, About the Author Schooling, and Wealth, Berman et al, 2010).

Christian Lennon is the Marketing Director at Radcliffe & Newlands.

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He has responsibility for marketing but is involved in everything at Radcliffe & Newlands from new product development to business strategy and planning. He is also responsible for developing individual strategies to work with employers who want to offer enhanced employee benefits, accountants and solicitors.

For more information visit rad-new. com

become an employer of choice! speak to one of our employee benefit advisors today on 0845 2578833

For more information on Advo Group Limited, visit our website www.advogroup.co.uk Advo Group Limited, ADVO House, St Leonards Road, Maidstone, Kent, ME16 0LS is registered in England (No. 4500663) and is authorised and regulated by the Financial Services Authority.

advogroup.co.uk | “why are we waiting?”

“Why are we waiting?”

ADVO Group’s Colin Boxall guest writes on his recent visit to one of China’s hospitals news.advogroup.co.uk

We are told our NHS is the envy of the world. If this is true why don’t other countries copy us? This was the question troubling me recently while sitting in a public hospital in Northern China.I found my way there after stupidly having breakfast from a man in a cart outside the train station.Friends urged me to attend the local hospital. It was 11pm and as not seriously ill the thought of spending the night in A&E was less attractive as dealing with illness the English way of putting up with it and sleeping. Despite my protests I was convinced to attend A&E This was a revelation. After arriving just after 11pm at the nearest public hospital (hospital number 8) I was quickly registered and issued a health swipe-card. A couple of minutes later and despite being a non-emergency I was with a Specialist who requested blood tests. Then next door where I put my arm through a window in the corridor for a nurse to take blood.

The sample was passed back where two doors down the corridor I passed the sample through another window at the pathology lab. They were very apologetic that it could take 15-20 minutes for results as it was a very busy evening. In reality it was just over 5 minutes before I got the results

back before walking the few yards back to the Specialist’s office.

I had to wait a couple of minutes while he finished off seeing another patient but he soon waved me in, swiped my new hospital card to view results. As this showed an infection he prescribed medication via a drip.

A nurse collected me & took me to a treatment room. This included a dozen comfortable chairs half occupied by other patients.

Within 20 minutes of walking into the hospital I had seen a consultant twice, had full diagnostics and was receiving treatment. 2 hrs later I

advocate spring 2013 | advogroup.co.uk | 44

was on my way home feeling fit and hungry. On leaving I had to pay 212 yuan for the treatment received, about £23. If I was Chinese I could have claimed back 80% through the state insurance scheme.

“

Within 20 minutes of walking into the hospital I had seen a consultant twice, had full diagnostics and was receiving treatment

”

advogroup.co.uk | “why are we waiting?”

The hospital was modern, staff professional and care reassuringly good.

The Chinese go to hospital when they are ill. The attitude is why wait? I am ill so I will get treatment I need now. In the UK I wonder how long I would have waited if I was lucky not to be turned away from A&E as a timewaster.

“

In the UK I wonder how long I would have waited if I was lucky not to be turned away from A&E as a timewaster

”

So is the Chinese system better?

Should we adopt this in the west? The

obvious plus is receiving treatment immediately when needed but as ‘free at point of delivery’ is a political red line in the UK no party could consider taking this forward.

But the NHS is not free for many of us. We pay for glasses, dental prescriptions, why not a small contribution to wider services?

As with prescriptions exempt the vulnerable and low-paid but ask for a small contribution. This would be attractive to many if the political connotations are removed.

In the UK we put up with so much poor service and accept this as normal. We are conditioned to wait & suffer in silence. Receiving quick treatment would remove many sick days and kick start the economy and the health of the nation. Can we really continue to ignore the fact that others may have a better solution?

Find out how ADVO Group can impact on your business’s success by speaking to one of our expert advisors on 0845 2578833.

The Doctor in the Chinese hospital paid piecemeal, more people he sees, the more he gets paid. The argument will be that this may lead to poor, rushed service. However I experienced efficiency and immediate care.

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advogroup.co.uk | ADVO Groupâ&#x20AC;&#x2122;s Nadiya Hasan on the increasing need for Cash Plans

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advogroup.co.uk | ADVO Group’s Nadiya Hasan on the increasing need for Cash Plans

the ‘NHS Top-Up’ cash plan can help take the edge off those everyday annoyances nadiya hasan, advo group news.advogroup.co.uk With financial pressure building on all aspects of the economy, national services such as the NHS are struggling to cope with the demands of an ever increasing and ageing population not to mention funding. This is particularly evident when considering the plight of new residents who are trying to register to a local NHS GP or Dentist. Such are the times, the need to be mobile and follow employment opportunities is becoming a more important and accepted aspect of everyday life. Therefore hand in hand with this rise in mobility comes more people facing the difficulty of signing up to a local NHS GP or Dentist. If you are lucky enough to become a member there is the added contention of dreaded waiting lists and even making an appointment.

Regardless of whether you are new to town or have become a permanent feature of the local community, we would be hard pushed to find someone who has not visited their local NHS hospital and in turn had to re-mortgage their home to afford a car parking ticket. NHS car parks have of late been a hot topic featuring regularly on consumer television programmes.

“The average charge per hour for hospital car parks in England in 2008/9 was £1.09”. http://www.bbc. co.uk/news/health-11327653. Aside from this being an unneeded burden to many people visiting hospital on an emergency basis, those needing to spend long periods of time with loved ones have the extra financial encumbrance of car parking fees.

which allow the policyholder to claim back costs for various benefits. Not only are they extremely competitive in price, the premiums paid are stable and are not affected by claims made hence taking away the dreaded hikes in cost at renewal. One company in particular; WPA, has come up with an innovative cash plan aptly named “NHS Top Up”. With premiums starting from as little as £7.76 per month (the cost of one cinema ticket!) the plan is an ideal side dish to the NHS.

The policy provides cash refunds toward services such as private GP consultations, NHS or private Dental check-ups, treatments and money spent on NHS car parking. Making a claim, similar to the plan, is just as straight forward. For instance after paying for a dental check up (NHS or Of course the NHS from start to finish private) the policyholder completes is a fantastic service and the envy of a simple claim form, attaches the many countries worldwide, however original receipt and finally forwards times are changing and the need for to WPA who then, dependant on the products/services suited to individual level of cover chosen and acceptance, lifestyles which compliment that will refund the money direct to the provided by the NHS is greater than policyholder’s bank account. ever.

The plan not only provides cover Health insurance providers and toward those benefits mentioned consumers have identified this above, but also extends to include need hence the ever increasing self referred therapies, optical popularity of cash plans. A scheme cover, specialist consultations / 2nd first introduced in Victorian times, opinions as well as a range of other a cash plan provides a ‘pot’ of cash benefits. If things could not get any

better Advo Group can currently offer 2 months free of the “NHS Top Up” policy.

So if you are new to the area or part of the furniture the “NHS Top Up” cash plan can help take the edge off those everyday annoyances. Additionally the peace of mind that you can access primary services such a seeing a GP or Dentist privately at a time to suit you and without being left with another bill, is invaluable.

NHS Top Up plan policyholder must be aged between 18-65 Benefits payable based on level of cover chosen Some benefits subject to a qualifying period Premium and 2 month free offer correct as of 13th May 2013. Subject to change.

No cover for pre-existing conditions.

For more information on the impact cash plans can have on your business speak to Nadiya on 0845 2578833 or email nhasan@advogroup.co.uk.

advocate spring 2013 | advogroup.co.uk | 47

advogroup.co.uk | advo groupâ&#x20AC;&#x2122;s sharon harwood-davis on dental insurance

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advogroup.co.uk | advo group’s sharon harwood-davis on dental insurance

“

71% of decision makers within companies agree that dental insurance plans enhance employee wellbeing sharon harwooddavis, advo group

”

news.advogroup.co.uk Dental insurance is an increasing popular employee benefit which is shown by research to be incredibly highly valued by employees. ADVO Group’s Sharon Harwood-Davis sheds a light on exactly what this employee benefit offers and why it has become such a valued benefit for employers to offer to their staff.

What is dental insurance?

insurance is where the insurance company will pay for a set percentage Dental Insurance is a low cost high of the treatment received. This value type of health insurance percentage level will depend on designed to pay a portion of the costs insurer and level of benefit selected. associated with Dental care in the Other factors may occur with these UK. Generally private dentists have types of schemes such as annual a fee schedule, or a list of prices for limitations or graduated percentage the dental services or procedures they scales based on the type of procedure. offer. The Dental insurers will also have their own expected fee schedules Very few insurers have direct which are generally based on Usual arrangements with dentists whereby, and Customary dental services (an the dentist agrees to accept a set fee average of fees in any given area). schedule and therefore provide their patients a reduced cost for services as The most common type of dental ‘Network Provider’. These types

advocate spring 2013 | advogroup.co.uk | 49

advogroup.co.uk | advo group’s sharon harwood-davis on dental insurance of schemes usually have no annual maximum benefit limitations, and occasionally the providers will be able to settle the bill directly with the dentist rather than the member paying the dentist and recouping costs from the insurer.

As a Company why should we consider Dental as part of our employee benefit package?

As detailed in Denplan’s Dental survey 2012, 71% of decision makers within companies agree that dental insurance plans enhance employee wellbeing, 62% of decision makers also felt that dental schemes fit within their company ethos and demonstrated that they cared about their employees.

“

we are able to advise the client and secure benefits at the most suitable level for each client with the most competitive price associated sharon-harwood davis

”

“

62% of decision makers also felt that dental schemes fit within their company ethos and demonstrated that they cared about their employees

”

Some of the reasons given for providing dental insurance to staff were: - 31% believed that plans help with the management of sickness absence.

- 33% believe it would assist with the attraction of new staff - 37% believed that dental insurance schemes assisted with retention levels.

As with any benefit the key to successful engagement and correct usage of the insurance stems from effective communication/education of linking it to a company’s overall Do Employees truly value Dental Health and Wellbeing ethos.

How do you choose the right Insurance? insurance?

When implementing any benefit, it is vital for employees to engage and appreciate the value it brings to them in order for any company to feel the return on their investment. Within the survey 55% of employees believed a dental insurance scheme was a tangible usable benefit.

Within those who didn’t currently have an insurance scheme, 53% said they would appreciate it as an addition to their current benefits, 62% saying they would consider a voluntary dental plan if their company was to offer it.

Choosing between Dental Insurances can proved difficult, unlike other insurances such as PMI, the benefits included between different Dental insurers vary greatly and can create confusion when attempting to secure best rates for the best benefits. 48% of companies use expert broker advice when implementing benefits for this very reason. Through our expert knowledge of the market, we are able to advise the client and secure benefits at the most suitable level for each client with the most competitive price associated.

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ADVO Group pride themselves not only on their levels of expertise and relationships with insurers (generating best cost) but on their ability to provide the highest levels of customer service to our clients, ensuring the products implemented are the best fit for that individual client’s needs.

To find out more about how a dental insurance policy can help engage your employees contact Sharon harwood Davis now on 0845 2578833 or email us at info@advogroup.co.uk.

speak to one of our employee benefit advisors today on 0845 2578833

For more information on Advo Group Limited, visit our website www.advogroup.co.uk Advo Group Limited, ADVO House, St Leonards Road, Maidstone, Kent, ME16 0LS is registered in England (No. 4500663) and is authorised and regulated by the Financial Services Authority.

advogroup.co.uk | thanks for reading

thank you for reading see you in the autumn for the next edition of advocate magazine! issuu.com/advogroup Thanks for catching up with us here at ADVO Group for this Spring edition of Advocate magazine. Advocate will be back once again in the Autumn to provide you with the very best human resource, occupational health, employee benefit and private medical insurance news, interviews, features and more!

ADVO Group’s account on Issuu.com will continue to be the primary home for Advocate magazine.

In case you missed our key contacts at the start of the magazine you can get in touch with any of them on the contact details below.

You can also get in touch by calling us on 0845 2578833, faxing us on 01622 769211. We also have three offices across the country.

The best way to stay in touch is by subscribing to the news section on the ADVO Group website. You can do this by entering your email address at news.advogroup.co.uk/subscribe.

The subscription process is incredibly simply and best of all; it’s absolutely free!

Larry Bulmer Chief Executive lbulmer@advogroup.co.uk

Head office: ADVO House St Leonards Road Allington Kent ME16 0LS

If you’ve got a story that you think belongs in Advocate magazine, whether it’s news focusing on private medical insurance, human resources, occupational health or if you’d like to be interviewed then don’t hesitate to get in touch. Send your inquiries to cfiander@advogroup.co.uk Just to remind you about who we are and what we can offer, ADVO Group is a multi award winning employee health benefit advisory looking after the requirements of many customers, from small businesses right up to multi national corporations.

Whatever your private medical insurance or employee benefit needs, we are here to help. We offer entirely indepent, free and expert advice so don’t hesitate to pick up the phone and give us a ring on 0845 2578833. You can also email us at info@advogroup.co.uk.

Chris Mc Cracken Director, Commercial cmccracken@advogroup.co.uk Colin Boxall Director, Corporate cboxall@advogroup.co.uk Kevin Drew Director, Advo SIS kcrew@advogroup.co.uk Yvette Butterworth Corporate ybutterworth@advogroup.co.uk Sharon Harwood-Davis Consultant sharwood-davis@advogroup.co.uk Emma Shaw Personal Healthcare eshaw@advogroup.co.uk Gill Mateo Operations Manager gmateo@advogroup.co.uk

advocate spring 2013 | advogroup.co.uk | 52

London Office: Essex Hall 1-6 Essex Street London WC2R 3HU Oxford Office: 8 Old Station Yard Abingdon Oxfordshire OX14 3LD You can also get in touch through any of our social media channels. You can find us on LinkedIn, Facebook, Twitter, YouTube and Google+.

Thanks again for reading and see you in the winter for the next edition of Advocate magazine.

chris fiander marketing manager advo group

advogroup.co.uk | thanks for reading

find every copy of advocate magzine online at issuu.com/advogroup Issue #5 spring 2013 Yahoo! CEO, Marissa Mayer calls an end to working from home, ADVO Group launch ‘healthylife, London employers create healthier workplaces and how occupational asthma can be prevented

Issue #4 winter 2012 Felix Baumgartner’s jump from the edge of space, exclusive occupational health interviews, the top emplyers according to LinkedIn, the research that asks ‘is human resources a weak link at the boardroom table?’, the fifteen key moments and milestones of 2012

Issue #3 autumn 2012 Google and Richard Branson’s poll victories, a look at the 2012 London Olympic games, the major planned changes to health and safety legislation, midfulness in the workplace, exclusive interviews with leading occupational health professionals and the occupations that are causing 8,000 cancer deathseach year

make sure you don’t miss a copy by subscribing to our issuu channel... its 100% free! advocate spring 2013 | advogroup.co.uk | 53

For more information on Advo Group Limited, visit our website www.advogroup.co.uk Advo Group Limited, ADVO House, St Leonards Road, Maidstone, Kent, ME16 0LS is registered in England (No. 4500663) and is authorised and regulated by the Financial Services Authority.